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Goals Learn a proven model that you can use to develop yourself as a leader and coach others. Practice and be ready to use feedforward. Learn about the latest findings on daily questions and how they can increase effectiveness and build engagement.

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Learning from a great leader The most important factor for successful change is the client – not the coach Don’t make coaching about your own ego. If they don’t care – don’t waste your time. If you don’t care – don’t waste your time.

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Table 1 My co-worker did no follow-up Company A Company B Company C Company D Company E Avg Leader Change in leadership effectiveness

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My co-worker did a little follow-up Table 2 Company A Company B Company C Company D Company E Avg Leader Change in leadership effectiveness

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Company A Company B Company C Company D Company E Avg Leader My co-worker did some follow-up Table 3 Change In Leadership Effectiveness

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My co-worker did frequent follow-up Table 4 Change in leadership effectiveness Company A Company B Company C Company D Company E Avg Leader

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Change in leadership effectiveness My co-worker did consistent/periodic follow-up Table 5 Company A Company B Company C Company D Company E Avg Leader

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Coaching practice What one behavior change will make a significant positive difference for you? Why will this change make a difference? Repeat with your partner.

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Feedforward The feedforward exercise Letting go of the past Listening to suggestions without judging Learning as much as you can Helping as much as you can Learning points to help you be a great coach

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Previous work on employee engagement NAHR presentation Recognition, reward programs, training, compensation, empowerment In spite of all previous efforts, global employee engagement is near an all-time low Focus on what the organization can do to engage you – not what you can do to engage yourself – JFK in reverse The two flight attendants

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Daily Question Process The Checklist Manifesto Why the process works How the process works Applications on employee engagement The Ford weekly review process

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Previous work on employee engagement NAHR presentation Recognition, reward programs, training, compensation, empowerment In spite of all previous efforts, global employee engagement is near an all-time low Focus on what the organization can do to engage you – not what you can do to engage yourself – JFK in reverse The two flight attendants

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Six active questions Did I do my best to: Set clear goals? Make progress toward goal achievement? Build positive relationships? Be happy? Find meaning? Be fully engaged?

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That boring meeting! Imagine that you were going to be tested on: Did I do my best to: Be happy? Find meaning? Build positive relationships? Be fully engaged? What would you do differently?

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The two week study You will get an email every day for two weeks – asking six active questions You will receive ‘before and after’ questions The daily process takes just a couple of minutes

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Active question research 2537 participants – 79 studies 37% reported improvement on all six items 65% reported improvement on at least four items 89% reported improvement on at least one item. 11% reported no improvement Almost no one reported any negative change

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Determining what is most important in life As a person As a professional